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UNASSIGNED: The nursing workforce faces substantial challenges, particularly in the aftermath of the COVID-19 era. Developing an effective strategy for workforce maintenance and the strategic deployment of nurses is crucial.
UNASSIGNED: This study aimed to explore and categorize nurses\' personality traits, with a focus on analyzing differences in their perceptions of the nursing work environment.
UNASSIGNED: Between January 2023 and February 2023, a multi-center cross-sectional study was carried out involving nurses from 12 tertiary hospitals actively engaged in frontline COVID-19 response duties. Through cluster sampling, surveys were distributed among eligible nursing staff, comprising a general information questionnaire, the Chinese Big Five Personality Questionnaire-Short Form, subjective evaluations of emergency nursing management, and the Chinese Nursing Work Environment Scale for Public Health Emergencies. Various statistical analyses, such as descriptive analysis, cluster analysis, non-parametric tests, and general linear model analysis, were employed to investigate the correlation between personality types and the perception of nursing work environments.
UNASSIGNED: The analysis encompassed 1059 valid questionnaires, reflecting the experiences of frontline nurses. The majority of these nurses possessed 1-5 years of experience, held junior professional titles, volunteered for their roles, and served as attending nurses. Categorization based on personality traits revealed three groups: resilient (35.60%), ordinary (16.15%), and distressed (48.25%) types. Significantly distinct perceptions of nursing work environments emerged among these categories, with resilient and ordinary types expressing notably higher satisfaction compared to the distressed group (H value = 256.487, p < 0.001).
UNASSIGNED: This study illustrates the connection between nurses\' perceived working environment and their personality traits. Nursing managers should factor in nurses\' personality traits when choosing and deploying frontline responders during public health emergencies. Prioritizing resilient-type nurses and crafting a supportive work environment that aligns with nurses\' characteristics is indispensable for an effective emergency response.

Over the last 20 years, the numbers, types, distribution, and qualifications of mental health professionals in China have changed dramatically. However, there has been no systematic attempt to collect information about this transformation in the human resources available to provide mental health services-information that needs to be regularly updated to improve the country\'s coordination of these services. This scoping review compiles current details about China\'s mental health workforce and identifies critical gaps in available research and reporting. We reviewed all relevant studies and reports published between 1 January 2000 and 30 June 2021 in two English-language and four Chinese-language databases, the website of China\'s National Health Commission, and national and provincial health services yearbooks. In addition to summarising data from government yearbooks, we integrated relevant results from 82 peer-reviewed publications and two government reports. From 2000 to 2020, the number of psychiatrists in the country increased by 139%, and the number of psychiatric nurses increased by 340%. However, the much higher ratio of mental health professionals per 100,000 population and the better quality of training of mental health professionals in urban, eastern provinces compared to rural, western provinces has not changed. Progress has been made in standardising the training of psychiatrists, but there are no standardised training programs for psychiatric nurses, clinical psychologists, or psychiatric social workers. Future research needs to address several issues that limit the effectiveness of policies aimed at increasing the size, quality and equitable distribution of China\'s mental health workforce: 1) limited data available about the numbers and characteristics of professionals who provide mental health services, 2) absence of nationally standardised training programs for non-psychiatric medical professionals and non-medical personnel who provide essential monitoring and supportive care to persons with mental illnesses, and 3) failure to scientifically assess the outcomes of currently available training programs.

UNASSIGNED: To analyze the equity of human resources allocation of the Centers for Disease Control and Prevention (CDCs) and to predict the development in the next five years in China, and to provide a scientific basis for promoting the development of human resources.
UNASSIGNED: The data of the CDCs from 2017 to 2021 were obtained from the \"China Health Statistical Yearbook\", and descriptive analysis, health resource density index (HRDI), Theil index, and health resource agglomeration degree (HRAD) were used to evaluate the equity, and the grey prediction model GM (1, 1) was used to predict the development from 2022 to 2026.
UNASSIGNED: Measured by the HRDI, the shortage of human resources in the western region was relatively obvious, with a shortage of more than 11,656 health technicians, more than 6418 licensed (assistant) physicians, and more than 693 registered nurses. The Theil index of human resources allocation by population was between 0.016 and 0.071, and the Theil index of human resources allocation by geography was between 0.312 and 0.359. The allocation of human resources by geography was more unequal than those allocated by population. In terms of HRAD, human resources are over-allocated equitably by geography in the eastern and central regions, while they are under-allocated equitably by geography in the western region. In terms of the difference between the HRAD and PAD, the eastern region has a shortage of human resources relative to the concentration population, and the western region has an excess of human resources relative to the concentration population.
UNASSIGNED: The human resources allocation of the CDCs in China was uneven. The human resources of the CDCs were allocated more equitably by population than by geography. There was a situation where the equity of human resource allocation of the CDCs was contrary to the actual demand for medical care.

This research aims to explore the relationship between critical thinking and the halo effect among managers working in the Human Resources (HR) departments of corporations. By utilizing a sample of over 301 corporate HR managers as participants, this study provides valuable insight into the dynamics between critical thinking, the halo effect, and the mediating role of negative perfectionism. The findings of this study suggest a significant negative relationship between critical thinking and the halo effect, as well as a significant positive relationship between negative perfectionism and the halo effect. Notably, negative perfectionism acts as a mediator between critical thinking and the halo effect. Our research also reveals that compensation level moderates this relationship, with lower-income HR managers exhibiting a stronger association between negative perfectionism and the halo effect compared to higher-income HR managers. These findings significantly contribute to our understanding of the interplay between critical thinking and the halo effect among HR managers in corporate settings. Identifying negative perfectionism as a mediating factor clarifies the underlying mechanisms between critical thinking and the halo effect, while the moderating effect of compensation level highlights the importance of considering contextual factors. The practical implications of this research include the significance of promoting critical thinking skills among HR managers to mitigate the halo effect in job recruitment and performance evaluation. Additionally, organizations should prioritize fairness and consistency in compensation levels to minimize the influence of negative perfectionism and its impact on the halo effect.

BACKGROUND: The program of the \"Free Training of Chinese Rural Order-Oriented Medical Students\" is a plan to train general practitioners who can work at rural medical institutions. However, many students have been unwilling to fulfill their commitments and actually work in their assigned locations.
OBJECTIVE: This study aimed to provide some explanation by exploring factors influencing the employment intentions of rural order-oriented medical students in Inner Mongolia Autonomous Region of China to provide a basis for formulating relevant supporting policies to help increase the fulfillment rate of medical students.
METHODS: We conducted a cross-sectional study with a stratified cluster sampling method at four medical universities in Inner Mongolia using a survey questionnaire. Multivariate logistic regression was used to identify factors that were significantly associated with employment intentions.
RESULTS: Approximately 67% of students were willing to work in rural areas, whereas 33% were not. Order-oriented medical students who were dissatisfied with, or indifferent to, training, were unclear about policy, were of Han ethnicity, or came from an urban area, had lower intentions to accept employment in rural areas. The training satisfaction in particular had the greatest predictive effect.
CONCLUSIONS: The implementation of the program \"Free Training of Chinese Rural Order-Oriented Medical Students\" has been affected by the low actual employment intentions. This study may provide a useful basis on which medical educators and health policy makers can formulate relevant supporting policies and develop strategies to increase the number of order-oriented medical students who working in rural areas where they are most needed.

UNASSIGNED: Based on a theoretical analysis and through working practice, this paper presents the experience of the scientific use of the manpower demand prediction method and practical process of specialised business assistants in clinical departments.
UNASSIGNED: A spot observation, interview and public information inquiry were conducted, and SPSS20.0 Chinese software was used to make a statistical prediction of the business growth (P & LT; 0.05).
UNASSIGNED: The specialist management assistant prepared the manpower needs assessment report for the department, and the hospital organization personnel department adopted the recommendation in the manpower needs assessment report and put it into the hospital\'s recruitment plan for the following year.
UNASSIGNED: The blood purification centre of specialised business assistants in patients in the medical market, service people, workload and equipment operation efficiency analysis data analysis. It was found that an effective prediction model that supports decisions regarding the hospital\'s scientific allocation of human resources is advantageous to the hospital\'s human resource optimisation, improves both operation equipment efficiency and patient satisfaction and is worthy of application and popularisation.

In this paper, the model is constructed by measuring the psychological stress condition of employees; the psychological stress condition measurement model analyzes and tests the reasons for reducing human resource turnover in enterprises. In this paper, through the research related to the problem of talent loss in enterprises, we found that enterprises of other ownership often use the talent loss early warning model, to measure the possibility of talent loss in enterprises and issue an early warning, which enables enterprises to solve the talent loss crisis in time and minimize the negative impact of talent loss on enterprises. In this paper, we analyze the causes of human resource attrition risk from a theoretical point of view, construct a system of human resource attrition risk indicators for enterprises, and explain the content of each technical indicator and its measurement method. The PLS structural equation of the HR attrition risk evaluation model is established based on the constructed risk index system. In addition, the analysis of the causes of human resources turnover risk in the company also proposes strategies to avoid and prevent the threat. The PLS structural equation evaluation model of HR turnover risk is applied to various situations of human resource management to analyze the case of the comprehensive evaluation of HR turnover risk to guide the practical application of the model. Therefore, the research results of this paper have significant reference value for enterprises to solve similar human resource attrition problems. At the same time, it will provide a reference for enterprises to improve their human resource diagnostic capability and promote the development of human resource management.

OBJECTIVE: To explore nurses\' experiences and perceptions of career growth and its influencing factors, as career growth is more closely associated with individual attitudes and behaviours in the new career era.
METHODS: A qualitative descriptive design was used.
METHODS: Thirty-one nurses from 10 secondary and 8 tertiary hospitals in Sichuan Province of China were purposively selected to participate in this study. The data were collected using individual semi-structured face-to-face interviews. Two researchers independently reviewed the transcripts and emergent coding. The data were analysed using qualitative content analysis.
RESULTS: The nurses\' perceptions of career growth fully described the nurses\' experience and occurred in five dimensions: career promotion, career goal progress, professional ability and quality improvement, professional identity development and increase in personal prestige. The factors influencing career growth were identified at the organizational, individual and social levels. Career growth in nursing was complex, changed over time and showed several specific characteristics compared with other careers. The nurse-specific symbol of career growth was professional identity development, which reflected career progression characteristics.
CONCLUSIONS: Career growth is a multi-dimensional concept with varying influencing factors. The meaning of career growth for nurses is distinct from that for employees in other careers.
CONCLUSIONS: Nursing managers should guide nurses to comprehensively assess their career growth from multiple perspectives, and professional identity development deserves more attention. Both organizations and individuals should take responsibility for career management to pursue career growth.

The trend of globalization, marketization, and informatization continues to strengthen, in today\'s development environment, how to seize the opportunity and obtain a competitive advantage in human resources is an important issue that needs to be explored. Human resource management refers to the effective use of relevant human resources inside and outside the organization through management forms under the guidance of economics and humanistic thinking. It is a general term for a series of activities that ensure the achievement of organizational goals and the maximization of member development. With the rapid development of society and economy, the competition between enterprises has intensified. If an enterprise wants to adapt to social development, it is necessary to strengthen the internal management of the organization. The internal management also needs to rely on human resource management. The purpose of this paper is to study an organization\'s human resource management and operation system based on artificial intelligence. It expects to use artificial intelligence technology to design the human resource management system and to improve the quality of employees to make the enterprise develop toward a more scientific and reasonable method. It uses artificial intelligence technology to mine the relevant data of enterprises, understand the situation of enterprises in a timely manner, and adjust unreasonable rules. This paper establishes a dynamic capability evaluation model and an early warning model for human resource management and further studies the improvement approach based on human resource management. This paper analyzes the application, feasibility, and practical significance of data mining technology in human resource management systems. It focuses on the commonly used algorithms in the field of data mining and proposes specific algorithm application scenarios and implementation ideas combined with the needs of human resource management practices. The experimental results of this paper show that the average working life of incumbent employees is 3.5 years, the average length of employees who leave the company is 5 years, and some employees are 5-6 years old. From this data, it can be seen that the average number of years of on-the-job employees is short, and the work experience has yet to be accumulated.